How to hire for quality in less time!

How to hire for quality in less time!



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Hiring the right person for a job can save thousands of rupees in opportunity costs. When hiring new employees, there should be a correct way to approach the process. Any error can take lot of time and money and ultimately does not guarantee the right person for the position. The right way should be a well-thought out plan that is quick and easy and hires a perfect candidate by saving time and shortening the hiring cycle.

Given below is a four step approach which can guarantee a recruiter with a shorter hiring cycle without losing quality talent.

Step One: Streamline Your Hiring Process



An effective process would be to have the entire hiring cycle managed by a single point of contact (usually within your recruitment team). This person should be responsible for reviewing and qualifying the high potential slates, looking for additional internal talent, and also managing the external search process. In most cases, this approach would cut the hiring cycle time at least in half. Simplifying the process by having specific hiring managers will lower the risk of miscommunication and restrict quality candidate to miss out.

Step Two: Build pipeline of passive candidates



Passive job seekers are an inventory of possible candidates which can sometimes fill a sudden demand of desired candidature. As they are not active job seekers they will not be present on any conventional job boards, a recruiter can build and maintain their talent pool by networking with passive candidates with diversified portfolios. Networking makes it easier to make you job postings viral with increased reach and extended visibility. An employee referral program can also be a method of recruiting passive candidates, because they reach out to their friends first. It is also a great tool for getting active candidates who often ask their friends for referrals, as well as for passive candidates who may be swayed by their friends. Make your employee referral program social so it’s easier for your employees to find and refer great candidates to you.

Step Three: Relationship recruiting



Relationship recruiting is about building lasting relationships that’s tough. And if you want to break through to the next level of candidate pipelining to create a true talent community, you must find a way to engage your members so they develop a sense of trust and willingness to connect with you. Build a community, drive conversation through meaningful content & provide a better candidate experience.

Step Four: Automate your sourcing process



Present web-based applications offer enterprise-level social recruiting platforms with small business-sized price tags. Platforms like MyParichay uses filters to help scale down hundreds of online applications to a manageable short list on the basis of skills, experience level, organization & gender. Along with keyword-based filters, this tool can also test applicants on technical skills and industry expertise. For an example, MyParichay Social Retargeting helps recruiters and HR managers amplify their current talent pool from job boards, consultants, walk ins & ATS using the Facebook Social Graph. By using the tool, one can perform an in network search and dig into a candidate’s network to find similar candidate in his network. This ability to dig into network of candidates not only increases reach but also increases probability to source quality talent saving a lot of time spent in hiring cycle.

Hiring for quality is different than hiring for quantity and provides much more value than the latter. A well thought of plan executed properly can guarantee maximum quality in much lesser hiring time.

MyParichay’ offers a powerful technology solution to fully automate and boost your social recruiting experience. Take a test drive of MyParichay solutions

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